Five Tips for a Successful Workday® Payroll Implementation

ERP Payroll systems of the 1990s streamlined the timekeeping and payroll processes, however much of the tedium stayed. Software built on relationship databases was clunky and hard to use. And there was still a lot of manual data entry, long processing times, and endless poring over page after page of reports to find and correct errors.

Long after talent management transferred to the cloud, Financing, Payroll, and IT guarded their legacy platforms. Until recently the suggestion to move payroll to the cloud met resistance. The majority of the pushback originated from safety concerns and the anxiety of losing control.

Workday® changed that assumption when they introduced Financial and HR in the Cloud in 2006 using rapid in-memory processing and an object model approach towards programming. The object-oriented approach was not new, but using it to core financial operations was a bold move.

Since cloud innovation has developed enough to show its security, cloud payroll implementations are growing. Workday ® Payroll has 757 clients, of which 510 resides on the platform. Also, Workday® has the integrations and software program to run any type of third party payroll worldwide.

Payroll management solutions in the Cloud offers us strong advantages over heritage platforms.

• Lower more predictable cost: Maintenance and upgrades are included in the subscription.
• Scalability: Workday ® Finance handles organizational changes with ease.
• A consumer-grade interface: in simple business language rather than cryptic database terms.
• Frequent updates: Instead of selling pricey variation upgrades, Cloud suppliers update their software regularly, and competitors in the market drive continuous innovation.
• Automatic governing updates: Legacy systems required IT to apply patches to update regulative modifications. Cloud vendors can push them bent on all clients. You can have comfort knowing you are always in compliance.
• Robust dashboards: You can run the processes, view and assess the results, and make corrections and adjustments before you commit them.

While these improvements make pay-roll operation and maintenance a lot easier, implementation still requires the same persistence as legacy platforms. Your execution partner will lead you via the standardized Workday ® implementation steps, yet there are actions you need to take in your company to ensure a successful launch.

• Work on your pain points in pay-roll processes and ancillary systems before you start. If you have trouble in a time and attendance application, a new payroll system will not fix them. Map your related processes, including any kind of integration or software that interacts with pay-roll. Consist of links with external vendors, such as benefits and shared-cost perks.
• If you do not have a governance team and policy in place, get going immediately. Take this opportunity to get control of your data. You do not require to do it all now, yet Financing is the right location to begin.
• The user-friendly user interface and ease of use can time-out you into an understanding that the underlying configuration is correct. Do not skip testing.
• Resolve the problems before you implement them. Don’t wait up until after implementation to deal with major issues.
• Plan to run several parallel pay-rolls before you turn off your old platform.

Conclusion

We wish these suggestions help you in having a trouble-free Workday ® Payroll implementation. If you think of any other factors we must go over, please use the comments area below to share your opinion.

That’s all for today. If you’re interested to read more blogs on this topic, feel free to visit our website.

At ZaranTech, we also offer a wide range of self-paced, online Workday- related courses. Browse through our course pages for further information.

Happy learning!